Competencies are the core of our business.
Applications ensure the implementation of the competencies
with employees at all levels within the company. Our
services include:
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Creating Competency Models:
We are noted experts in developing and implementing
a wide variety of competency models, including core, leadership,
job, and functional competencies. A large part of
the business is creating competencies for specific jobs
and functions.
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Talent Management: Talent Management
processes include identification, development, and staffing
systems to ensure the future success of companies.
Using competencies as the basis for this process facilitates
the objective evaluation of this talent. Techniques
can include multiple successive reviews, one-on-one discussions,
and evaluation on the competencies. Using competencies
as the basis for this process facilitates the objective
assessment and evaluation of this talent.
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Developing People: Using competencies
as the foundation for development plans enables employees
and their managers to target specific strengths and developmental
areas. Development Resource Guides support the enhancement
of each of the competencies. Each competency section
contains distinct approaches to enhancing behavior:
These include: on-the-job experiences, CD-ROMs,
web sites, self-study courses, workshops and seminars,
readings, videos, CD's and DVD's.
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Assessment: Competency models
are the foundation for the assessment process. They
provide objective behavioral indicators that help both
the manager and employee have a productive assessment
discussion. The employee can clearly understand
his or her strengths and developmental areas. The
manager has a powerful tool to ensure that the process
is completed in a constructive way.
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Selecting People: Using competencies
facilitates the identification of the best candidates
to fill new positions. Custom questions for each
competency ensure consistency in evaluating a variety
of candidates. Several tools can be customized to
enhance this process. One tool is the creation of
an Interview Guide that contains custom questions for
each competency.
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Performance Management: Performance
Systems that include competencies evaluate employees on
how they do their work, in addition to performance objectives.
Companies using performance management with competencies
ensure a more objective process that is embraced by both
the employee and the manager.
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Training Solutions: The competency
modeling process yields a needs analysis that becomes
the foundation for the training curriculum. This
ensures a clear roadmap for the creation of a curriculum
and specific programs. Using the competencies to
create learning objectives and as the foundation for training
evaluation ensures a process is built around principles
of instructional design.
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Organization Planning: Strategic
organizational planning is the process of defining business
strategies and goals for building a human resources plan
that can implement these strategies. It can involve
an organizational change or a new structure or business.
In competency-based organizational planning, the skills,
knowledge, and behaviors needed for future success are
clearly defined.
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Career Planning: Using competencies
in career planning includes performance
indicators that provide observable behaviors for a wide
variety of jobs. Employees can readily see the differences
among jobs and target opportunities depending upon their
interests and abilities. |
